In the text, motivation is defined as the inner state that causes an individual to behave in a way that ensures the accomplishment of some goal. Chapter 16 explains motivation by giving insight about human needs, understanding the importance of motivating organization members, and implementing various motivational strategies to reach organizational goals. If I were hired to seek employment for individuals with a long record of failure, I would incorporate managerial communication, job design, and behavior modification strategies.
             Managerial Communication is the most basic motivation strategy, and simply consists of communicating well with organization members. This includes simply speaking to subordinates on a daily basis. Simple communication satisfies human social needs, or the desire for love, companionship, and friendship. When dealing with individuals who have low self-esteem, recognition can be key in achieving maximum productivity.
             The next strategy I would implement is the Job Design strategy. This strategy emphasizes designing jobs that organization members perform. In helping individuals with a low success rate, customizing jobs may increase worker productivity. This strategy also discusses Herzberg's Hygiene Factors and Motivators, which are item that influence job satisfaction or dissatisfaction. Such items include salary, relationship with supervisor, opportunity for recognition, advancement, and personal growth. Incorporating these motivators into the workplace is known as job enrichment, and can be an excellent strategy in motivating these potential employees.
             The last strategy I would incorporate to motivate the potential employees is Behavior Modification, which focuses on encouraging appropriate behavior by controlling the consequences of that behavior. This goal is achieved by positive/negative reinforcement. Individuals with low self esteem need to be notified of a job well done
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